A Fruitful Framework: Commentary for a More Integrative Approach

Klein, Juliana M.; Briggs, Erick P.

doi:10.1017/iop.2016.113

Cited by 2 publications

(2 citation statements)

References 8 publications

(6 reference statements)

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“…The lack of a comprehensive framework to disentangle workplace discrimination and to investigate its implications generated the wrong perception that discrimination at work is on the decline (Klein and Briggs, 2017). Disputing this assumption, the research findings stressed that workplace discrimination is far from being overcome.…”

Section: Unraveling Workplace Discrimination In Italymentioning

confidence: 95%

A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey

Palumbo

Manna

2019

EBHRM

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Purpose Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at work as well as on particular groups of discriminated employees. Conversely, studies investigating the multifacetedness of this phenomenon are sporadic. The purpose of this article is to contribute to the advancement of the scientific knowledge about workplace discrimination showing a full-fledged portrait of this phenomenon in Italy. Design/methodology/approach Secondary data about self-reported experiences of workplace discrimination of a large sample of Italian people were collected and run in a logistic regression model. Five forms of discrimination at work were taken into account: prejudiced job design and work allocation; discriminatory use of promotion and awards; wage differentials; unjustified increased workload; and mismanagement of HRM instruments. Findings More than a fifth of respondents perceived at least one form of workplace discrimination. Different types of prejudiced treatment were triggered by distinctive socio-demographic and work-related factors. People who were unemployed at the moment of the interview were consistent in claiming that they suffered from all the forms of workplace discrimination. Former employees who underwent a work-family conflict were more likely to suffer from iniquitous treatment at work. Research limitations/implications The occurrence of workplace discrimination was not objectively assessed. Besides, since only Italian people were included in this study, the findings are not generalizable at the international level. Originality/value This article provides some insights to inspire policy and management interventions intended to prevent and/or curb the occurrence workplace discrimination.

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Section: Unraveling Workplace Discrimination In Italymentioning

confidence: 95%

A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey

Palumbo

Manna

2019

EBHRM

View full text Add to dashboard Cite

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“…It may also enable the development of process models featuring both antecedents and outcomes (Daniels et al, 2017). As Klein and Briggs suggested in their commentary on workplace discrimination (Klein & Briggs, 2017, p. 124), “Without a doubt, a framework that lends itself to the integration of the many forms of discrimination is long overdue.”…”

Section: Introductionmentioning

confidence: 99%

Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

Smith

Griffiths

2022

Human Resource Development Review

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Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.

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A Fruitful Framework: Commentary for a More Integrative Approach

Cited by 2 publications

References 8 publications

A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey

A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey

Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

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